Interviews are a time for us to express our qualifications.
Show our personality.
Demonstrate interest in the role and company.
Yet, it’s also a great time for us to determine if we want to work for this company.
Nearly every interview will wrap up with “Do you have any questions for me/us?”
Being prepared for these conversations will achieve 2 purposes.
It will show that we have interest in the role and company and are engaged in the conversation.
On the flipside, it will help us gauge if the position is the right fit.
Questions should be based on our priorities and consider the person we are speaking with.
We would want to ask the HR leader different questions than the hiring manager.
My Perspective
Each of us will have a different list of attributes that are important to us.
They can range from work structure, to benefits, the position, career development, and more.
In advance of interviews, we should prepare a list of 3-5 questions to ask.
Depending on the conversation in the interview, we can adjust the questions accordingly.
Below are many possible categories and questions.
Use the list to provide ideas and inspiration for your next interview.
Logistics of the Company/Role
Compensation and Benefits: Competitive salary, Health insurance, retirement plans, and other financial benefits, Bonuses, stock options, and other forms of additional compensation
- Can you provide an overview of the benefits package beyond salary, such as health insurance, retirement plans, or other perks?
- How does the company handle bonuses or profit-sharing opportunities?
Job Location and Commute: Proximity to home or ease of commute, Availability of public transportation or parking options
- Is this role fully on-site, remote, or hybrid? How flexible is the working arrangement?
- Are there any company policies regarding commuting support, such as parking or public transport stipends?
Job Security and Stability: Confidence in the continuity of employment, Fair and transparent policies regarding layoffs and employment contracts
- How has the company navigated economic changes or industry challenges in the past?
- What does long-term growth and stability look like for the company and this role?
Job Stability within the Role: Roles that are considered essential or have a long-term strategic focus within the company tend to offer more job security. Employees often value roles that are not likely to be downsized or eliminated due to restructuring or technological changes.
- How has this role evolved over time, and what does its future look like within the company?
- Can you speak to the longevity of people in similar roles?
Company Culture
Work-Life Balance: Flexibility in work hours and location (e.g., remote work options), Reasonable workload and expectations to prevent burnout, Time off for personal and family needs
- How does the company support work-life balance for its employees?
- Are there any flexible work options, such as remote work or flexible hours?
- Can you share more about the company’s approach to work-life balance?
Company Reputation and Values: Alignment of personal values with company mission and ethics, Pride in being associated with the company, Social responsibility, sustainability, and community involvement
- How does the company live out its values in day-to-day operations and decisions?
- What is the company’s approach to corporate social responsibility or community involvement?
- What are your core values?
Positive Work Environment: A culture of respect, inclusivity, and support, Healthy relationships with colleagues and supervisors, Low levels of conflict, bullying, or harassment
- How would you describe the company’s culture and team dynamics?
- What steps does the company take to ensure a positive and inclusive work environment?
- How does the company support diversity, equity, and inclusion in the workplace?
Access to Resources and Support: Roles that come with adequate resources (budget, technology, team support) to accomplish goals can be more desirable. Employees value positions where they feel empowered and equipped to perform well.
- What resources (e.g., budget, tools, team support) will be available to ensure success in this role?
- Can you describe the level of support I would have from leadership and other departments?
Personal Growth / Brand
Career Development Opportunities: Opportunities for promotions, growth, and career advancement, Access to training, mentoring, and professional development, Support for continuing education or certification.
- What opportunities for professional development, training, or career growth does the company offer?
- Can you describe how someone in this role might advance within the company?
Meaningful and Engaging Work: Feeling that their work has a purpose or makes a difference, Opportunities to use their skills and talents, Challenging, diverse tasks that prevent monotony
- How does this role contribute to the company’s larger goals or mission?
- Can you give me an example of a project or task that has been particularly meaningful for someone in this position?
Job Title and Prestige: The formal title of a position can impact how employees feel about their status within the organization and in the industry. Titles like “Manager,” “Director,” or “Vice President” can carry weight and provide a sense of accomplishment and authority. Employees often value titles that reflect their level of responsibility and expertise.
- How do titles within the company reflect an employee’s role and responsibility?
- Is there flexibility or room for change in job titles as an employee grows within the role?
Visibility and Recognition of the Role: High-profile roles that are visible to senior management or have a direct impact on important projects or company objectives can be desirable. Positions that are recognized for their contributions, either internally or publicly, are often more attractive.
- How visible is this role within the company? Will I have opportunities to interact with leadership or other departments?
- How does this position contribute to high-profile projects or company-wide initiatives?
Network and Relationship Opportunities: Positions that offer opportunities to build valuable relationships, either within the company or externally (e.g., with clients, partners, or industry leaders), can be more appealing. Roles that facilitate networking and visibility across departments or at industry events are often sought after.
- Are there opportunities for cross-functional collaboration or networking within the company?
- Does the company encourage external networking, such as attending industry events or conferences?
Alignment with Personal and Career Goals: Employees often prefer roles that align with their long-term career goals, interests, and values. A position that acts as a stepping stone to a desired future role (e.g., a path to senior management) can be particularly attractive.
- How does the company support employees in aligning their personal goals with their career progression?
- Are there opportunities within the company to pursue different paths or roles if my career goals evolve?
- What kind of people get promoted here?
The Leadership
Recognition and Appreciation: Regular feedback and acknowledgment for good performance, Formal and informal recognition programs, Feeling valued by peers and leaders
- How does the company recognize and reward employee accomplishments?
- Can you describe the performance review process and how feedback is typically given?
Autonomy and Empowerment: Ability to make decisions and have input in their work, Freedom to innovate and suggest improvements, Trust from management to complete tasks without micromanagement
- To what extent are employees encouraged to take initiative and make independent decisions?
- Can you give me an example of how employees are empowered to own their projects?
Physical and Psychological Safety: A safe working environment free from hazards, Access to mental health resources and support, Policies that prioritize employee well-being
- What measures does the company take to ensure a safe and supportive work environment, both physically and mentally?
- How does the company support employee well-being, including mental health?
- How does the team handle conflict or disagreements?
Transparent and Effective Leadership: Clear communication from leadership about company goals and changes, Trust in leadership’s decisions and direction, Open lines of communication and feedback
- How does leadership communicate with employees about company goals and changes?
- Can you give an example of how the leadership team has been transparent with employees in the past?
The Team
Team Collaboration and Communication: Opportunities to work with diverse teams, Effective communication channels and tools, A collaborative rather than competitive atmosphere
- How does the team typically collaborate on projects? Are there any tools or processes in place to facilitate communication?
- What’s the team dynamic like in this department?
- Can you tell me more about the team I’ll be working with?
- What are the biggest challenges currently facing the team?
- What are some of the challenges the team or department is currently facing?
- What do you enjoy most about working here?
Autonomy in Role: The degree of independence in managing tasks and projects is a critical aspect for many employees. Roles that allow for creativity, self-direction, and minimal supervision are often more satisfying.
- How much autonomy will I have in setting my own priorities and managing my workload?
- Can you describe a situation where someone in this role has taken the lead on a project or initiative?
Reputation and Status of Department or Function: Roles within departments or functions that are perceived as strategic or high-status (like R&D, product development, or strategy) may be more attractive. Employees may seek roles in departments that are viewed as integral to the company’s success or innovation.
- How is this department perceived within the company, and what role does it play in the company’s success?
- What is the reputation of this team or department in relation to others?
The Position
Level of Responsibility and Influence: Roles that involve decision-making authority, leadership, or the ability to influence company strategy or direction can be more appealing. Employees may value positions where they feel they have a significant impact or contribute to the organization’s success.
- How much responsibility will I have for decision-making in this role?
- Will I have opportunities to contribute to the overall strategy of the department or company?
Scope of the Role: A role’s breadth (e.g., regional vs. global responsibility) can be important to employees, especially if they seek diverse experiences or exposure. Positions with broader scopes may offer more challenges and opportunities for growth.
- Can you clarify the scope of this role? Does it primarily focus on one area, or will there be involvement across multiple functions?
- Are there opportunities to expand the responsibilities of this role over time?
- What does success look like for this position in the first six months?
Complexity and Challenge of Work: Roles that are intellectually stimulating, involve problem-solving, or require critical thinking can be more engaging and rewarding. Employees may seek roles that challenge them and push them out of their comfort zones.
- What are some of the most challenging aspects of this role?
- Can you describe a particularly complex project that someone in this role has worked on?
Opportunities for Skill Utilization and Development: Positions that allow employees to fully utilize their skills and expertise are typically more fulfilling. Roles that provide chances to learn new skills or develop professionally are also highly valued.
- How does the company support employees in learning new skills or pursuing professional development?
- Are there opportunities to take on new challenges or projects to grow within the role?
- When was the last time you received feedback and what was the process?
Clarity of Role Expectations: Clearly defined roles and responsibilities are important for understanding success criteria and growth paths. Ambiguity in a role can lead to frustration, whereas clarity can lead to job satisfaction.
- How will success in this role be measured, and what are the short-term and long-term expectations?
- What do you see as the most important priorities for this role in the first 6-12 months?
Innovation and Change-Making Potential: Positions that allow employees to innovate, create new processes, or drive change can be very motivating. Roles that encourage experimentation and novel approaches are often seen as more rewarding.
- How does the company encourage innovation and new ideas from employees?
- Can you provide an example of a recent change or innovation that was driven by employees?
Your Turn
Have you come to interviews prepared with questions?
From the list above, what 2-3 categories are most important to you?
Will this post help you better prepare for your next interview?